Interview Questions to Assess Decision Making Skills

Interview Questions to Assess Decision Making SkillsInterview Questions to Assess Decision Making SkillsWant to assess your candidates skill in decision making? You can ask behauptung interview questions about decision making to determine his or her experience and competency in making decisions at work. Employers will want to ask interview questions to assess a candidates decision-making expertise for almost every job, but especially in jobs that involve leading and managing people. You need to focus your questions on the candidates behavior and how they have performed in the past in situations similar to what they will encounter in your workplace. You dont need to ask all of these questions, but if decision making is a responsible component in the job you are filling, you will want to ask several interview questions about your candidates experience and effectiveness in decision making. Especially in a workplace where the use of the management philosophy of employee empowerment preva ils in the orgnizational climate, these questions are critical. Decision Making Questions Think about a time when you had a number of different choices or directions you could choose for a project, to solve a problem, or to hold an event. Walk us through the process you followed to make your decision about the appropriate direction to choose that had the best chance of a positive outcome.Describe the process you typically follow to make a decision about a plan of action.Think about an occasion when you needed to choose between two or three seemingly equally viable paths to accomplish a goal. How did you make your decision about the path to follow? Think about a time when you had several options from which to choose, but none of them were sufficient to meet your goal. How did you decide which option to follow?Faced with a choice between qualified candidates for a promotion, a lateral move, a project leader, or a new hire, describe how you made your choice.Describe the process you followed to pick the college you attended.How will you decide whether to accept a job offer should an employer offer you a job that you think is a good match for your skills and preferred workplace? When you are working with a coworker or reporting staff member, how do you decide upon and communicate the points at which you need feedback and progress reports?Do you have a process or a methodology that you use when you are making decisions? Candidates Decision Making Question Answers Interpreted Use these tips about how to assess your candidates answers to interview questions that assess decision making skills to select the best, most qualifiedemployees for your organization. This is how to assess your candidates answers to the interview questions you asked about decision making. You want to hire an employee who demonstrates that he or she can logically make decisions. During the interview, listen for evidence of a systematic approach to weighing options. Look for evidence of ef fective decision making in the past. Ask the candidate how each of his or her decisions described in the answers to the above questions, worked out in the end. Ask your candidate also about what he or she would do differently if faced with the above decisions again. You are looking for evidence that your candidate is willing to continue to learn and grow. Whether you agree with the decision the candidate made is less important than noting the decision-making process followed. If the decisions really seem illogical, like unsupported leaps of faith, or to come from out of left field, though, be wary of the candidate. One caveat with these guidelinesis that you want to hire people who are creative, innovative, and willing to step outside of the box. At best, you should want to hire achievers. So, take care when you assess a creative, innovative approach to decision making. You need right brain employees just as you need left brain dominant employees. Their roles might be different with in your organization, but you do need both. And, a candidate who can demonstrate creativity, while seeming to make logical decisions, is potentially a great hire. Assuming the role for which you are hiring an employee involves decision making, listen for past actions that demonstrate that the applicant can make logical, realistic decisions. Past successes speak more loudly in the interview schauplatz than the applicants projections about what he or she thinks that he or she would do when making a decision in the future. You want an employee who has demonstrated the skills needed in the past or an employee who is interested and capable of learning how to make well-thought-out decisions. Looking for more sample interview questions? Here are sample job interview questions for?interviewing potential employees.

Negotiate a Signing Bonus

Negotiate a Signing BonusNegotiate a Signing BonusYouve heard of the signing bonus for accounting and finance jobs, that incentive often used by hiring managers to entice top talent. But do you know when or how to negotiate for one?Lets say that after a difficult job search, you were invited in for an interview, and now the company has asked you back for a second interview. Congratulations If you are successful, the next step may be a job offer.But what if the salary they offer is lower than you were expecting, or the benefits package or employee perks leave something to be desired? By all means, you should try to negotiate closer to the compensation youre comfortable with, but if your attempt is unsuccessful, you may be able to arrange additional payment for signing the contract.Enter the signing bonus, also called the sign on bonus. Here are five negotiation tactics for job seekers who see such a bonus in their future1. Wait for an official offerThis applies to any kind of salary n egotiation, including signing bonuses Let the hiring manager be the first to bring up the topic of money. Wait until you have an official offer to begin negotiations.2. Do your researchNow its your turn to offer a range so theyre clear about your expectations and needs and still have room to negotiate. Reach out to your social network to find contacts who could lend some insight as to whether this is a company that would be amenable to signing bonuses. Also make sure youve researched financial salaries at similar companies and locations.Visit our Salary Center to research starting compensation for more than 400 finance and accounting positions. 3. Broach the subjectIf its apparent the employer is not going to give you the salary you were negotiating for, point out how a signing bonus could make up for it, providing enough of a balance to make you comfortable enough to accept the job.4. Dont make it all or nothingJust as with salaries, its always a bad idea to give a potential employ er an ultimatum. Even if its impossible for you to accept the job without a signing bonus, saying so might send up a red flag that you might not be a good long-term investment for the company.5. Read the fine printIn most cases, signing bonuses come under specific conditions that will vary from one organization to the next. You may be required to pay back the bonus if you leave the company within a certain amount of time, or the payment may be split up and awarded in increments. Signing bonuses might also introduce new terms into your contract, such as a non-compete clause. Read the fine print to make sure the bonus is truly worth it.If you decide this isnt the position for you, let us help you continue your job hunt.SEARCH FOR JOBSEditors note This post was published in 2014 and updated recently with current information.

3 things you can learn from Instagrams Efficiency Guru

3 things you can learn from Instagrams Efficiency Guru3 things you can learn from Instagrams Efficiency GuruInstagram COO Marne Levine has the intriguing nickname of efficiency guru, according to anarticlein The Wall Street Journal. A gig like that intrigued us what kind of superhuman can be efficient enough to reach guru status?The nickname itself comes from Kevin Systrom, Instagrams co-founder and chief executive, whoreportedlygave Levine the name because she has helped the app avoid some of the pitfalls of rapid growth.The results of Levines work seem impressive An infographic in The Wall Street Journal piece shows that Instagram had 300 million monthly usersin December 2014, right before Levine joined the company as COO in January 2015. By December 2016, that number reportedly hit a whopping 600 million. Instagram was also able to compete furtzu sich with Snapchat, according to the article.Levine seems like of those people who has always been focused on work and policy in college , when her dorm mates had pictures of Prince on the wall, she bragged that she had a Dukakis-Bensen political poster.So what can we learn from a standout like that? We read more about Levine to see what parts of her wisdom can apply to everyone else.Ask a lot of questions first to understand the territoryDiving in recklessly, however, is not the answer. Levine is intent on finding out as much information as possible about what needs to be done. She spearheaded weekly question-and-answer sessions at Instagram for the executives, which allowed leaders to take the temperature of the room and see what concerned employees.Levine also told Bloomberg that one of her policies is to get people talking about challenges and vulnerabilities by admitting her own, which is a valuable way to understand team members and growth I often ask people what I did wrong in the last meeting, because then others feel they have permission to own their mistakes, too.If you have to stress about deadlines, do it at the beginningManaging your time wisely is key, and that usually means doing as much work as possible upfront.Levine walked into the White House for the transition of President Obamas administration and immediately created a matrix of all the positions we had to fill, all the deadlines we had to meet, says her former boss, ex-Treasury Secretary Larry Summers.She did the saatkorn at Instagram, the WSJ said, opening with a deep analysis Once Ms. Levine moved over to Instagram at the beginning of 2015, she dove in with the creation of a formal budget, giving the company a comprehensive view of its spending for the first time. Until that point, executives leading Instagrams various teams didnt communicate regularly about their spending, with different teams hiring in different countries without coordinating.Harvey Mackay, a noted efficiency expert, has some insights into how you can do the same work asLevine. His recommendations break the task down, which means begin with the largest portions and make them into separate steps that have their own deadline.Mackay also suggested that people build in a buffer, or making your deadline for the task a few days ahead in case anything comes up - something that Levine does as well.Be thorough but make sure people receive your recommendations wellLevine reportedly created Instagrams first official budget, and the social media platform got its first, crystal-clear look at where the dollars were going. While that kind of transparency is great, it can also create friction as people get nervous about the information being revealed and what it says about their roles in an organization.Levine seems to have handled that awkwardness with an open-door policy on questioning, above, as well as putting people at ease.